About Dana Barbato, SPHR, SCP

Dana Barbato, SPHR, SCP spent more than 25 years working to tame the chaos in the human side of HR. With a strong belief in respectful employee relations, strong leadership and consistent practices, she has proven that accountability is the key to building a culture of respect and civility. And workplace investigations, done right, are the first step. Dana is on a mission to revolutionize the way employee relations and investigation are handled across all industries. Dana speaks as a subject matter expert at HR and Technology events nationally throughout the year, and provides guidance for HR professionals, managers and executives through the HR Investigator’s Blog.

4 Steps for Communicating the Importance of Liability Protection, by Corie Mallen

By |2019-08-08T21:10:00+00:00June 8, 2018|

In today’s society, it seems like an obvious idea that every company has an effective process in place to protect their employees and themselves from liability associated with workplace incidents. However, sometimes the costs of implementing such processes can weigh heavily on the decision to move forward with a [READ MORE ...]

The 5 Best Reasons to Conduct HR Investigations May Surprise You

By |2018-05-14T15:16:48+00:00May 14, 2018|

If you haven’t already read “The 5 Worst Reasons for Not Conducting HR Investigations”, you may want to start there. Sure, it’s fun to get a chuckle over other people’s excuses, until we realize how often investigations are being avoided. But investigations don’t have to be scary, chaotic or [READ MORE ...]

Maggie’s Story

By |2018-02-22T09:59:33+00:00February 22, 2018|

I recently had the pleasure to meet a wonderful woman who has spent the majority of her career putting programs and processes in place in higher education that allowed women an equal opportunity education. What I love about her story is the fact that an unlikely hero made a [READ MORE ...]

Can sexual harassment really be stopped? (Spoiler alert……It can!)

By |2018-02-05T09:47:56+00:00February 5, 2018|

Let’s rewind the career of Harvey Weinstein to the 1980s. Harvey and his brother, Bob, Weinstein were just beginning to make big strides with their company Miramax. At this point Harvey was afforded meetings young, early or pre-career actresses and movie business hopefuls. According to reports from past employees, Harvey became [READ MORE ...]

EEOC 2017 Litigation Data Shows Nearly $400M in Settlements.

By |2018-01-28T17:10:05+00:00January 28, 2018|

On January 25th, the Equal Employment Opportunity Commission (EEOC) released their Fiscal Year 2017 Enforcement and Litigation Data Report. Although the numbers are a bit lower than in 2016, the message is still clear. Employers must put more effort into prevention. The EEOC reported 695,000 complaints called in reporting [READ MORE ...]

Hey CEO, are you confident in your harassment reporting process? #NoRetaliation

By |2017-12-06T16:44:06+00:00December 6, 2017|

When asked about their current workplace investigation process, most CEOs will respond with, “HR has that under control.” To which I respond, “That’s good. When was the last time you talked with HR about it?” For those who responded that they have had a recent conversation, it generally went [READ MORE ...]

Ford did their investigation, so what went wrong? Result: $10M Settlement.

By |2017-08-23T16:51:24+00:00August 23, 2017|

When a company is in the news for paying out at large harassment discrimination settlement, the first thought is that they did not conduct an appropriate investigation. But that is not always the case. Last week the EEOC ended an investigation into claims of harassment by employees in two [READ MORE ...]

KPMG Settles with the OFCCP to Pay $420K to Asian Applicants.

By |2017-06-26T16:30:53+00:00June 26, 2017|

Last week, KPMG (one of the big four accounting and audit firms) agreed to pay $420,000 to 60 qualified Asian applicants who were allegedly not hired due to their race/ethnicity. The firm entered a conciliation agreement with the DOL/Office of Federal Contract Compliance Programs (OFCCP) after applicant and hiring [READ MORE ...]

HR Manager Personally Liable: A Real Fear for HR Professionals

By |2020-11-08T20:06:58+00:00June 15, 2017|

Personal liability is nothing new to HR professionals. Since 2012, it has been very clear that both managers and HR employees can be held personally liable for retaliatory measures related to discrimination and harassment claims. This information is generally included in our Discrimination and Sexual Harassment training. But in [READ MORE ...]

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